Over the past few years, the HR function has been forced to radically overhaul its mission.

More and more companies are looking for a new vision of Human Resources (or people and culture) ready to seize the opportunities that human capital offers as a strategic differentor. This translates into an even more relevant competitive advantage for the business. While the recruitment and acquisition of new talents are undoubtedly two valid approaches, the real secret of any organizational success lies in the functional Reskilling and Upskilling.

What is the difference between Reskilling and Upskilling?

While the two terms are sometimes used interchangeably, Reskilling and Upskilling actually have different meanings:

  • Upskilling means the development of additional skills that help make a person more effective and qualified in his/her current role.
  • Reskilling indicates the development of significantly different skills for a person to be able to fill a different role.

These two components are fundamental for companies that need to fill a skills gap, defined as the difference between the mix of skills that the professionals of the function currently hold and the mix of skills that the strategy needs in order to achieve its objectives. This is even more important in the area of human capital development.

Training human resources has a dual purpose. On one hand it serves to provide permanent professional updating (upskilling) in the various sub-functions linked to the enhancement of human capital and on the other to retrain (reskilling), and look across functions, new and emerging job competences. Understanding which skills and abilities you will need in the future is a tough  cookie.

The risk, especially in the “magical world” of the human resources profession, is of self-perpetuating. That is, believing that through almost a century of achievements and enhancement of the value of the “human” asset, from the industrial to the digital revolution, what has actually brought this function here is its ablity to carry the function into the new millennium. People and processes evolve. And we can’t expect that they evolve as we wish, want or imagine. Business models, strategies and organizations are in constant assessment, modeling and continous adaptation and we will only be able to predict the impact of human capital development when we are truly able to maintain a people centric vision.

We need to question what we know and what we recognize. We must make our experiences evolve by following the passion that guides us in creating value through people. We need to upgrade our skill set and continue to innovate in terms of HR processes and services.

How to determine the extent of the skills gap, if the current skills are unclear?

The challenge of digital transformation impacts all aspects of corporate life. Neural networks, artificial intelligence, machine learning, robotics, augmented reality and the use of advanced statistics and analysis skills are just some of the new skills required nowadays to support fierce competitive business. It will be even more important to have a Human Resources function able to embrace change, understand challenges, and transforming them into human value processes, with renewed missions and mindsets.

It is essential to understand that reskilling is a way to ensure that the individual remains relevant and not redundant.

Human Reload is able to reinforce and retrain your HR skills starting from a series of key elements.

Customer orientation. Simplicity. Competence. Pragmatism.

Human Reload will equip your team with the skills needed for interdisciplinary hiring tasks, thus facilitating greater employability of resources across various departments. We oversee the various phases of the digital transformation, thus emerging from the old fashioned and isolated corporate training. Through training programs and skills retraining, the human resources function will be tasked with regularly innovating staff engagement.

A strong HR function is able to express a relevant decision making capacity. Human Reload helps HR leadership assess their teams’ existing skills and match their skills towards the future needs, addressing different gaps. The skills that distinguish HR professionals from their peers and the business is essential.

Time has come to act and accelerate your human resources capability retraining process.

With technology automating so many tasks, HR professionals will find themselves increasingly repositioned as strategic business partners. In this role, they will have to make frequent on the spot decisions, often validating / checking insights generated by technology tools. For this reason it is  becoming increasingly important to equip oneself with differential function tools and skills. Address technological evolution and catch new opportunities, new tools and methodologies.

Train and enhance your success, the digital transformation is there to support you to upgrade and reshape your knowledge and skills as much as possible and with greater attention to the customer.